Understanding ones self, others, and realizing the impact of personal behavior on the people around you is the foundation of professional success.


By providing half, one and two-day team building sessions, often using Inscape Publishing^(sm) processes (formerly Carlson learning), we are able to provide a framework for people to learn about themselves and others in a comfortable, non-threatening way.

Our team building processes can help to empower and align your board of directors, leaders, managers, and employees, thereby improving their effectiveness and increasing their personal and team productivity. Experts advocate that team members be trained in the following skill areas (Reading, 2000 & Caudron, 1993);

	Advocating
	Communicating more effectively. Ways of persuading others to accept one's point of view.
	Inquiring
	Listening effectively to others and drawing information out of them.
	Leadership
	Understanding one's role in guiding them to success. Becoming more flexible, understanding and supporting change.
	Self Awareness
	Understanding their different behavioral styles. Willingness to criticize others constructively and to accept constructive criticism from others.
	Sharing Responsibility
	Learning to align personal and team objectives.
	Tension Management
	Reducing conflict and stress. Managing the tension that stems from conflict with others.
	Valuing Diversity
	Acceptance. Taking advantage of differences between members as a strength, not a weakness.

Typically, team building involves having team members participate in several different exercises, such as the following:

	Role Definition
	Asks team members to define their roles and the roles of others on their team. Members then systematically discuss these perceptions and highlight areas of disagreement so these can be worked on. This exercise may also include the development of written position descriptions.
	Goal Setting
	Follows the Resource Associates Corporation model. Called annual goals review, Management by Objectives, and similar terms, the key is to get everyone "pulling in the same direction".
	Problem Solving
	Problem solving and decision making skills focusing on unresolved and/or complex issues.
	Self Awareness
	Understanding their different behavioral styles. Willingness to criticize others constructively and to accept constructive criticism from others.
	Interpersonal Skills
	Builds trust and open communications.
	Tension Management
	Reducing conflict and stress. Managing the tension that stems from conflict with others.
	Valuing Diversity
	Acceptance. Taking advantage of differences between members as a strength, not a weakness.

To develop interpersonal skills and augment the above team building exercises, we often suggest one or more of the following processes:

	DISC® Personal Profile System® (Understanding & Motivation)
	Assesses to what degree the dimensions of dominance, influence, steadiness and conscientiousness are utilized in a particular situation.
	Team Dimensions Profile®
	Helps people work more effectively in teams by discovering the right roles for the right people, keeping teams moving in the right direction, and capitalizing on individual strengths for total team performance.
	Managing Work Expectations-Transforming Attitudes®
	This is a "one of a kind" program currently in the training and development world. It is a powerful tool for helping to the understand frequently unspoken expectations. It is also a very effective tool for developing skills for ascertaining, communicating, managing, and adjusting to expectations of others.
	Personal Listening Profile® (Communications Workshop)
	Aids people in becoming active, purposeful listeners, which makes for more productive communications, fewer misunderstandings, and less rework.

The Inscape processes and assessment tools we use meet the highest standards of validity and reliability (research reports available upon request) and they do an excellent job of helping both individuals and organizations align behaviors that will make them more successful.

Is team building worth the time and money? The answer is yes IF the tools are applied correctly. First, this means that a front end assessment must be performed to determine the exact needs of the team since no two teams are exactly identical (there is not a "one size fits all" team building approach). Second, team building should not be used as a one time panacea. Instead, it should be repeated regularly or at a minimum at the first sign of problems.

Fortune 500 and Government Organizations that have used the Personal Profile System® and/or related Inscape individual, team, and/or organizational performance products include;

Cal. Rehabilitation Center	New York Sheraton
Kettering Medical Center	John F. Kennedy Memorial Hospital
Tulane Medical Center	VA Medical Center
3M Company	Honeywell
American Express, IDS	IBM Corporation
AT&T	Intel
Bank of America	John Hancock Insurance
Blue Cross/Blue Shield	Lockheed Martin
Boeing	MCI
Bureau of Land Management	Metropolitan Life
Carlson Travel Network	Microsoft
Champion International	Northwest Airlines
Chevron USA	Pepsi Cola Company
Chrysler	Prudential Insurance Company
Coca-Cola Company	Radisson Hotels
Conrail	Re/Max Realty Group
Continental Cablevision	Rockwell International
Digital Equipment Corporation	Saturn
DuPont	State Farm Insurance
Ernst & Young	St. Paul Companies
Federal Aviation Administration	Time Warner Communications
Federal Express (FedEx)	Transamerica
Fisher Price	United States Air Force
General Electric	United States Army
Hallmark Cards	Walt Disney World Company